Brandeis University
Fair Labor Standards Act (FLSA) Position Review
For Manager and Supervisor use only
Department: / Supervisor:Position Title: / Department Head:
Employee Name: / Review Date:
The purpose of this questionnaire is to capture relevant position information that will facilitate the determination of FLSA status by Human Resources. It is not designed to collect all of the details regarding the position.
Please attach an updated job description.
1. Independent Judgment and Discretion:
Use this section to provide examples of activities that demonstrate the use of independent judgment and discretion. Use the FLSA guidelines on page 2 to identify the activities to describe. List the FLSA guideline number with the corresponding description of activity.
Only select guidelines below that apply to the position (not all 11 need to be used). Be as thorough as possible in describing activities (e.g., “prepares reports” does not provide sufficient information. It is necessary to state detail such as: prepares reports by running analysis on…by collecting and verifying financial data…, by creating programs that…). Use additional sheet, as needed.
FLSA Guideline #(from list on next page) / Activities
Description of activities that the employee conducts that exemplify that guideline / % of time spent
FLSA Doc A - Manager & Supervisor use only Page 1 of 5
Brandeis University
Fair Labor Standards Act (FLSA) Position Review
FLSA Guidelines relative to Independent Judgment and Discretion
1) Authority to formulate, affect, interpret, or implement management policies or operating practices.
2) Carries out major assignments in conducting the operations of the business.
3) Authority to commit employer in matters that have significant financial impact.
4) Creates budgets (indicate size), approves budgets, and/or monitors budgets and expenses.
5) Authority to waive or deviate from established policies and procedures without prior approval.
6) Authority to negotiate and bind the organization on significant matters.
7) Contributes to planning long- or short-term business objectives in a manner that has major influence.
8) Develops manuals, or other policies and procedures that involve information interpretation and analysis.
9) Makes recommendations to management on policies and procedures.
10) Represents the organization in handling complaints, arbitrating disputes, or resolving grievances.
11) Serves as a spokesperson for the organization.
NOTE: According to the FLSA Guidelines, “Independent Judgment and Discretion” is NOT:► Applying knowledge, following prescribed procedures, or determining which procedures to follow.
► Determining whether specified standards have been satisfied, even if there is some leeway in reaching a conclusion.
► Performing inspection functions by following established techniques and procedures with skills acquired through special training or experience.
► Formulating recommendations based upon the development of facts concerning conformity with a known standard.
► Comparing items based upon established standards, known through experience or manuals.
► Screening applicants or conducting interviews to determine satisfaction of certain minimum qualifications.
► Making decisions that do not commit the employer in substantial respects financially or otherwise.
► Having access to confidential data.
FLSA Doc A - Manager & Supervisor use only Page 2 of 5
Brandeis University
Fair Labor Standards Act (FLSA) Position Review
2. Supervisory / Managerial Responsibilities (if applicable):
Use this section to provide examples of supervisory / managerial activities. Use the FLSA guidelines below to identify the activities to describe. List the FLSA guideline number with the corresponding description of activity.
FLSA Guideline #(from list below) / Activities
Description of activities that the employee conducts that exemplify that guideline / % of time spent
FLSA Guidelines relative to Supervisory / Managerial Responsibilities
1) Supervises two or more Full-Time Equivalent employees (FTE’s). Must be regular employees. Overseeing the work of student workers, contract employees, temporary workers, and consultants does not meet the definition of supervision.
2) Has the authority to hire, fire, promote or otherwise change the status of other employees (or his/her suggestions and recommendations have particular weight). Documentation regarding these actions supports the position’s involvement.
3) Primary duty is to manage a recognized organization or business unit (Note: please identify and define the unit).
3. Computer Systems Design and Development (if applicable):
Use this section to provide examples of computer systems design and development. Use the FLSA guidelines below to identify the activities to describe. List the FLSA guideline number with the corresponding description of activity.
FLSA Guideline #(from list on next page) / Activities
Description of activities that the employee conducts that exemplify that guideline / % of time spent
FLSA Doc A - Manager & Supervisor use only Page 3 of 5
Brandeis University
Fair Labor Standards Act (FLSA) Position Review
FLSA Guidelines relative to Computer Systems Design and Development
1) Application of systems analysis techniques and procedures, including consulting with users to determine hardware, software, or system functional specifications.
2) Design, development, documentation, analysis, creation, testing, or modification of computer systems or programs, including prototypes, based on and related to user or system design specifications.
3) Design, documentation, testing, creation, or modification of computer programs related to machine operating systems.
NOTE: According to the FLSA Guidelines, “Computer Systems and Design” is NOT:
► The repair of computer hardware or related equipment.► Work that is highly dependent upon, or facilitated by the use of computers and computer software programs.
4. Background Requirements:
Is a particular academic degree, license, certification or specialized training required? Describe.
How much and what type of relevant work experience is required to be able to successfully perform this position?
5. Additional Information:
Please add any information that is important about the position not covered above, e.g., unique challenges of the position, etc.
Does this position regularly work over 40 hours/week? If yes, how frequently is overtime (over 40 hours) worked?
FLSA Doc A - Manager & Supervisor use only Page 4 of 5
Brandeis University
Fair Labor Standards Act (FLSA) Position Review
POSITION REPORTING STRUCTURE
Please complete the chart below, using position titles (not individuals’ names).
/ /
/ / / This Position’s Supervisor/Manager (Title)
/ /
/ / This position
/
/ / Others Who Report
to the Same Supervisor / / / / Direct Reports (If Applicable)
/ / (Title)
/ / / / (Title and # of Incumbents)
/ / (Title)
/ / / / (Title and # of Incumbents)
/ / (Title)
/ / / / (Title and # of Incumbents)
/ / (Title)
/ / /
11/6/13 Version of Doc A - Manager & Supervisor use only Page 5 of 5